Editor's note: In order to thoroughly implement the spirit of the 19th National Congress of the Communist Party of China and improve the consultation and coordination mechanism involving the participation of the government, enterprises and trade unions, in 2019, the three parties of the national coordination of labor relations jointly issued the "About the Implementation of Collective Consultation, "Stable Employment and Promote Development and Harmony". Action Plan Notice (hereinafter referred to as the "Action Plan"), making arrangements for the collective consultation work under the new situation.
Over the past three years, the tripartite member units coordinating labor relations at all levels have actively sought the attention of the party and government, gathered forces from various parties, and made every effort to promote the implementation of the action plan, which has achieved remarkable results and cultivated a large number of typical cases of negotiating and coordinating labor relations.
On June 17, 2022, the 27th meeting of the National Tripartite Meeting on Coordinating Labor Relations heard the summary report on the implementation of the "Action Plan", and reviewed and approved the "Top Ten Cases of Collective Negotiation (2019-2021)".
JD.com Group’s Collective Negotiation Case
Cultivation unit: Beijing coordinates the three parties of labor relations
In 2021, after the Ministry of Human Resources and Social Security, the All-China Federation of Trade Unions, etc. jointly issued the "Guiding Opinions on Safeguarding Labor Security Rights and Interests of New Employment Forms", under the guidance of the three parties in coordination of labor relations in Beijing, JD.com took the lead in establishing a platform enterprise. The nationwide and cross-regional collective consultation and workers' congress system has realized the simultaneous advancement of the collective consultation and workers' representative conference system, and the collective contract covers nearly 260,000 couriers, warehouse sorters, and freight drivers.
JD.com is a typical representative of platform enterprises with "diverse industries, wide geographical scope, large scale, many levels and complex structure", and it is a brand new challenge in establishing a negotiation and coordination mechanism.
In order to effectively carry out consultations, ensure that the procedures are in compliance with laws and regulations, and that the results benefit the majority of employees, local trade unions and industrial trade unions at all levels have discussed and discussed with the enterprise trade unions for many times to jointly solve problems. The negotiation not only achieves comprehensive coverage, but also achieves key focus, highlighting the concern for workers in new forms of employment.
The trade union of the Group has selected workers' negotiating representatives nationwide, including front-line workers such as couriers, warehouse sorters, and freight drivers, ensuring representation and participation.
In order to successfully hold the workers' congress, JD.com developed an online voting system to delineate constituencies for each business unit, which solved the problems caused by representatives of workers' representatives. 251 employee representatives.
The trade union of the group widely solicits opinions from workers online, and the negotiation issues are aimed at employees' "urgency and hope". In addition to wages that are generally concerned, a number of "heart-warming" benefits such as seniority awards, relief funds, housing plans, and gyms have been written into the collective contract. .
At the same time, the content of the negotiation more prominently pays attention to workers in the new form of employment, and provides benefits such as marriage and childbirth gifts, supplementary pensions for the death of relatives, etc. for delivery couriers, truck drivers, etc.; Provide supplementary accident insurance and labor safety equipment to solve their worries.
In addition, after negotiation, additional maternity leave will be provided for eligible female employees to reduce the work intensity of the three-phase female employees; vocational skills training for employees will be included in the collective contract.
On December 23, the two parties held a formal consultation meeting and reached an agreement through consultation to form the "JD Group Collective Contract (Draft)" and "JD Logistics Collective Contract (Draft)".
Subsequently, the online workers' congress reviewed the "JD Group's 2021 Administrative Work Report", reviewed and approved the "JD Group Collective Contract (Draft)", "JD Logistics Collective Contract (Draft)" and four corporate rules and regulations.
This collective negotiation fully demonstrated the opportunities and challenges faced by platform companies in establishing a negotiation and coordination mechanism, and provided a fresh practical sample for promoting platform companies’ collective negotiation and safeguarding the rights and interests of workers in new employment forms.
A case of collective negotiation on technological innovation of employees of Changzhou Qiangli Advanced Electronic Materials Co., Ltd.
Cultivation unit: Changzhou City, Jiangsu Province to coordinate the three parties of labor relations
Changzhou Qiangli Advanced Electronic Materials Co., Ltd. is a well-known enterprise in the field of high-end photoresist materials in the world. It has always been based on independent research and development and innovation.
Professional and technical personnel and production operators account for most of the company's employees.
In the new stage of development, the main role of employees in innovation has been highlighted.
Under the guidance of the Changzhou Federation of Trade Unions, enterprises have established and improved the incentive mechanism for employee innovation through special collective consultations on employee technological innovation.
Do a solid research and find the right entry point.
The trade union of the company conducted in-depth feasibility analysis and demonstration on the special collective negotiation of technological innovation, and carried out extensive publicity, mobilization, and collective wisdom to carry out this work, and put forward the preliminary terms of the special collective contract for technological innovation.
On the basis of sufficient research, the first negotiation focused on the profit distribution method.
The two parties fully communicate about the distribution ratio and distribution method of the profit growth and innovative project incentives brought about by the improvement of the existing product production process or engineering.
Especially for innovative projects, the employees put forward the idea of continuous distribution of profits within a cycle, so as to achieve the goal of long-term incentives.
On the basis of reaching a consensus on the directional issue, the company's trade union and the administrative side conducted a second consultation to study the details such as the distribution ratio.
In the end, the "Special Collective Contract for Technological Innovation of Employees" clarifies the incentive measures for the technological innovation of front-line skilled workers, and the company has established five types of awards and awards, "on-site type", "management type", "service type", "research type" and "innovative type". .
For the profit increase brought by the improvement of the production process or engineering of the existing products, the reward amount is 5% of the profit, and the calculation period is one year.
The amount and proportion of innovative incentives are calculated from the time the profit is generated, and within five consecutive years, 12%, 10%, 8%, 6%, and 2% of the profit will be withdrawn.
In the year of the implementation of the special collective contract for employee technological innovation, 13 projects received bonuses of nearly 300,000 yuan, benefiting 50 employees, and another project was identified as "innovative", and employees enjoyed five consecutive years of benefits.
The person in charge of the enterprise was greatly touched after the signing of the contract, and believed that the proportion of the reward amount to 5% of the total profit was too low, and took the initiative to discuss with the labor union to increase the proportion to 10%.
Since the implementation, the number of beneficiary employees has continued to increase, and the enthusiasm of employees to innovate has been significantly improved. The implementation of the special collective contract for technical innovation of employees has transformed technological innovation from the original "I want to do it" to the current "I want to do it", truly realizing the development of the enterprise. A win-win situation for employees to benefit.
Case of collective negotiation of Shanghai Zhongcai Engineering Testing Co., Ltd.
Cultivation unit: Shanghai to coordinate the three parties of labor relations
Shanghai Zhongcai is an organization specialized in inspection, testing and certification consulting business.
The new crown epidemic has caused great difficulties for the company's operations. In February 2020, the company's accounts receivable was zero, and the billing amount was only 170,000 yuan, making it difficult for funds to be turned around.
In addition, the employee arrival rate in February was only 30% to 40%. In desperation, the company's management began to consider whether to lay off employees.
In the face of difficulties, the company's labor union believes that the more difficult times are, the more it is necessary to help each other, and proposes to mobilize the company and all employees to discuss and solve the current difficulties faced by the company and employees through collective consultation and workers' congress. In the WeChat group, 3 representatives of the employee side were elected from among the representatives of the workers' congress.
The corresponding management management also elected 3 representatives of the administrative side, and the two sides started the first round of online negotiations on February 20, 2020.
The first round of negotiations focused on stabilizing jobs and ensuring employment.
Both employees and enterprises have fully listened to each other's difficulties and concerns. The employee representative suggested that the company should not lay off employees during this special period.
The company representative suggested that employees could accept salary reductions, job rotation and other means to alleviate the pressure and difficulties of the company.
After negotiation, the two sides reached an agreement on the general direction of jointly overcoming the difficulties, and the company promised not to easily lay off employees affected by the epidemic.
At the same time, the two sides agreed to discuss and determine a specific solution in the second round of negotiations.
In the second round of negotiation, according to the relevant epidemic prevention regulations in Shanghai, employee representatives proposed that the basic salary of employees who were unable to return to Shanghai due to the epidemic in the current month, or had returned to Shanghai during the home quarantine period, should not be reduced.
In response to the company's proposal to provide all employees with a minimum wage of 2,480 yuan in Shanghai, the employee representative suggested that different situations should not be generalized.
In response to this problem, the company started the third round of negotiation on the basis of earnestly calculating the wages of all employees, and reached an agreement to ensure that the employees in home isolation will be guaranteed at home without layoffs, and their wages will not be lower than the Shanghai minimum wage of 2,480 yuan. ; Work from home and on-the-job employees will receive a bonus of 300-500 yuan per person in addition to the basic salary.
The plan determined by collective negotiation was unanimously approved by way of solitaire in the "Shanghai Zhongcai Workers' Congress WeChat Group".
In the face of sudden difficulties, collective negotiation is a regulator for enterprises and employees to work together.
Through this collective consultation, the advantages of the enterprise's democratic management were reflected, and the employees' rights to know, participate, express, and supervise were fully implemented and guaranteed. During the epidemic, the employees were united through consensus and the difficulties faced by the company were solved.
Guangzhou Rihong Electromechanical Co., Ltd. Wage Collective Negotiation Case
Cultivation unit: Guangzhou City, Guangdong Province to coordinate the three parties of labor relations
Guangzhou Rihong Electromechanical Co., Ltd. is a Japanese-owned auto parts enterprise. The collective wage negotiation work started in 2010 and has been successfully held 12 times. The average annual salary growth rate of negotiation in the past five years has reached 12.3%.
In the past two years, due to the impact of the new crown epidemic and natural disasters, the collective negotiation of wages has been challenged.
In July 2020, the trade union communicated with the company's top management, hoping to negotiate to determine mid-year bonuses and conduct collective consultation on annual wages.
Extensive research to find out the wishes of employees.
The labor union conducted an anonymous survey of all employees and listened to the opinions of employees. During the survey, the labor union learned that most employees believe that the impact of the epidemic and floods has passed, and the company will gradually resume normal production. 69% of the employees surveyed expect this year. The bonus can reach 4 months salary, and these contents become an important basis for subsequent negotiation.
During the specific negotiation process, the company's trade union led the establishment of a multi-form and multi-level communication and negotiation mechanism, explored the use of online and offline methods to communicate and negotiate related matters, and communicated closely with the Japanese manager through emails and video conferences to confirm the continuation of the negotiation. The consensus is to be voted on by the workers' congress first, and the remaining matters will be communicated face-to-face in the follow-up, which effectively overcomes the barrier of the epidemic to Chinese and foreign managers.
Regarding the annual prize distribution plan, taking into account the company's actual operating difficulties in the first half of the year and the impact of the epidemic and floods, in line with the principle of helping each other to tide over the difficulties, the employee side agreed with the company's proposal in principle.
After the Japanese general manager and Japanese management personnel returned to China, the two sides started the annual collective wage negotiation.
The administrator gave a detailed introduction to the company's operations. Due to the epidemic, floods and other reasons, the company had a pre-loss of 11 million yuan for the whole year. At the same time, considering the general decline in the salary increase rate of the surrounding industries, the collective negotiation plan for this year's salary was proposed: the average basic salary will increase by 5.5%. , the annual bonus is paid according to the total salary of 2 months (including the annual prize of 2,000 yuan), and the salary of 1 month is paid in the name of living allowance.
The representative of the employees explained the results of the employee opinion survey, and proposed that the basic salary should be increased by 7% on average, and the total salary of the four months will be paid throughout the year (including the annual prize of 2,000 yuan), and the housing subsidy will be increased by 0 yuan.
After four consultation meetings, the two parties finally reached an agreement: the basic salary will increase by 7%, the annual bonus will be 3.5 months, and the living allowance will be 0.5 months. After that, the draft wage agreement was successfully submitted to the workers' congress for approval.
The collective negotiation carried out in the context of the epidemic has achieved a win-win result between the company and its employees, and has successfully enabled both parties in the labor relationship to continue to work together to form a "community of destiny".
2020 is the first time that the growth rate of basic wages has slowed down since the company has carried out collective wage negotiation for many years, but the employees are basically satisfied with the negotiation results, saying that they will actively invest in the resumption of work and production, work hand in hand with the company, and unite as one.
Typical Cases of Collective Negotiation in Pizhou Wood Products Industry
Cultivation unit: Xuzhou City, Jiangsu Province to coordinate the three parties of labor relations
Pizhou is one of the "four major wood product processing bases" in the country, accounting for 1/3 of the country's export volume of wood products.
In the early stage of development, the vicious competition among enterprises intensified, and the turnover rate of employees was high.
Since 2006, under the promotion of the three parties in the coordination of labor relations in Pizhou, the wood products industry has carried out collective consultation for 16 consecutive years, which has helped the industry to achieve transformation and upgrading.
In 2021, the city's 3,016 wood product processing enterprises will achieve an output value of 30 billion yuan, accounting for more than 30% of the city's GDP, and more than 150,000 industry workers will share the development results.
The collective negotiation of the wood products industry in Pizhou reflects the important role of long-termism.
The period from 2006 to 2010 was the stage of establishing rules and regulations, focusing on solving basic problems. Negotiations were mainly carried out on the minimum wage and average wage growth rate in the industry. Subdivided into 26 processes and 47 types of work, and established an important starting point for collective negotiation from scratch. On this basis, the industry working hour and wage standards were negotiated one by one, during which the average salary of employees increased by 28%, and income distribution was more transparent. , the development of the industry gradually got rid of extensive and internal friction.
From 2011 to 2018, with the development of the wood products industry, the negotiation touched on the deep content, and the theme was determined as "maintaining the stability of the workforce, promoting the economic development of enterprises, and boosting the transformation and upgrading of the industry".
At this stage, the establishment of quality awards, safety awards, and heatstroke prevention and cooling fees; the establishment of ordinary workers' technical grade wages and the year-end bonus system for front-line workers; it is clarified that the company will give 5% to 10% of the annual profit to front-line workers. Year-end rewards , the negotiation extends from the primary distribution of the enterprise to the secondary distribution.
Since 2019, it has been an enabling growth stage for the industry.
The wood products industry has been identified as a pilot unit for production reform in Jiangsu Province. The content of industry negotiation has been expanded in multiple dimensions, and negotiations have been carried out around energy-level wages, industrial workers' quality improvement, remuneration, and "five small" inventions and creations, so as to promote the industry's production reform, quality and efficiency. .
Through negotiation, the average salary increase of front-line industrial workers is 3%; the front-line workers obtain a college or undergraduate degree, and the company will give subsidies respectively; if the workers obtain technical titles, the company will reward them on a monthly basis.
"Small incisions drive big reforms, and small investments release big energy". The wood products industry is a traditional industry. Through continuous promotion of collective consultation in the industry, it has formed a "Party Committee attaches importance to, People's Congress support, government leadership, CPPCC supervision, trade union push, enterprise and The work pattern of “employee participation” has promoted the construction of all-round negotiation mechanisms from industry collective negotiation to employee-enterprise negotiation, chain-enterprise negotiation, town-enterprise negotiation, and village-enterprise negotiation, achieving “four increases and two decreases”, that is, industry coverage and enterprise coverage. , the increase of employee coverage and the minimum wage, the employee turnover rate has dropped from 61% to 7% in 16 years, and the number of industrial labor dispute cases has been reduced from 150 to 5.
A typical case of collective negotiation in the food delivery industry of Bengbu.com
Cultivation unit: Bengbu City, Anhui Province to coordinate the three parties of labor relations
In recent years, with the booming of the food delivery industry, the issue of riders' rights and interests has attracted widespread attention from all walks of life.
Since 2018, Bengbu, Anhui has focused on promoting the collective negotiation of the online food delivery industry. In 2019, it took the lead in signing an industry collective contract in the country, and continued to advance this work in depth, and achieved remarkable results.
The Municipal Federation of Trade Unions will combine the formation of trade unions with collective consultation.
In October 2018, Meituan Wanjie Delivery Co., Ltd. signed the first collective contract for online food delivery companies.
In August 2019, the Bengbu Online Food Delivery Industry Trade Union Federation was established as the main body of the workers' collective negotiation in the industry; the administration of the three companies was the main body of the enterprise.
After many consultations, the two parties reached a consensus and signed the first collective contract in the online food delivery industry in September 2019. The content of the contract covers the rider's labor remuneration, labor insurance benefits, rest and vacation, cultural and sports activities, education and training, etc.
After the outbreak of the new crown epidemic in 2020, in response to the substantial increase in the number of orders and the low rate of riders returning to work, the industry trade union federation issued a negotiation offer, and the company responded positively.
After thorough negotiation, the two parties signed the Supplementary Agreement to the Collective Contract of the Online Meal Delivery Industry in Bengbu City for the Prevention and Control of the Novel Coronavirus Epidemic in 2020.
It is agreed in the agreement that the unit price of riders who work normally during the epidemic period will increase by 4~6 yuan, and the guaranteed income will not be less than 200 yuan per day; the company will distribute masks and other epidemic prevention materials, and arrange special personnel to disinfect vehicles and takeaway boxes; non-local employees will arrange for vehicles to be picked up. And provide free hotel accommodation.
The signing of the agreement has played a significant role in promoting the return of riders to work and the resumption of production of food delivery companies.
During the Spring Festival of 2021, a large number of non-local riders choose to celebrate the New Year on the spot. Under the guidance of the Bengbu City Federation of Trade Unions, the two parties carried out special consultations on "staying mussels for Chinese New Year due to epidemic prevention and control during the Spring Festival" and signed a supplementary collective contract agreement.
According to the agreement, the unit price of meal delivery during the Spring Festival will be increased to 13.5 yuan; free accommodation in hotels will be arranged; activities such as gatherings, meals, and sending videos to relatives will be organized.
After three years of collective negotiation, Bengbu.com has clearly stipulated the labor remuneration standards, labor remuneration increases, safety production, special labor protection for female workers and other rights and interests for different positions in the food delivery industry. The compensation of riders is increased by 5% every year, and the annual turnover rate is reduced from 90% to 40%, forming a good situation for enterprises and employees to build and share a win-win situation.
A case of collective negotiation in the catering industry in Guijie, Beijing
Cultivation unit: Beijing coordinates the three parties of labor relations
Guijie Street is well-known in Beijing for its gathering of restaurants and all-night operations.
Affected by the epidemic in recent years, the survival and development of many small and medium-sized enterprises have encountered unprecedented challenges.
The Federation of Trade Unions of the Street Catering Industry insists on continuing to carry out collective consultations in the industry, and promotes enterprises and employees to work together to overcome difficulties.
In order to prepare for the 2021 annual collective consultation, the industry trade unions will conduct publicity through the online platform, visit each company to collect information on enterprises, distribute collective consultation questionnaires to enterprises and employees, and hold symposiums to widely listen to opinions.
On the basis of the research, the industry trade unions issued a negotiation offer in October, and representatives of both parties communicated for many times. After reaching a consensus, they drafted the first draft of the contract text and sent it to various enterprises for comments.
On December 7, a negotiation meeting was held to negotiate to form a draft contract text.
The contract stipulates: According to the scale and operating conditions of the enterprise, the industry minimum wage standards of 3,200 yuan and 2,500 yuan will be set up; 17 positions such as chefs, cashiers, foreman, cold dishes, waiters, kitchen workers, dishwashers, and cutting workers will be determined. Two grades of job salary standards, such as chef post (5000/4000 yuan), foreman (4600/3800 yuan), etc.; the company will reward employees who have obtained vocational qualification certificates, such as those who have obtained national first-level vocational qualifications (senior technicians) 2,000 yuan of employee incentives, etc.
By convention, the catering industry workers' congress is held once a year.
Affected by the epidemic, the Federation of Trade Unions of the Catering Industry will hold online workers' congresses through WeChat groups from 2020.
In 2021, the draft contract text will be sent to the employee representatives 10 working days before the meeting, and the employee representatives will again seek the opinions of the employees of each enterprise.
On December 14, the industry workers' congress reviewed and approved the 2021 industry collective contract and the draft special agreement on the protection of female workers' rights and interests.
The employee representative said with deep experience: "What is innovative is the form of the workers' congress, which fulfills the duties of the workers' congress, and what remains unchanged is the original intention and mission of the trade union to safeguard the legitimate rights and interests of employees."
The Guijie catering industry has been carrying out collective consultations for many years, constantly enriching the content of consultations, innovating the forms of consultations, and conducting consultations around hot issues that are generally concerned by employees in the industry and difficult issues in business operations, building a platform for dialogue between the two parties in labor relations, and smoothing the expression of employees’ demands. The channel has reduced labor disputes brought about by the epidemic, and the number of labor dispute cases has decreased year by year. Enterprises and employees have gradually formed a community of interests, achieving a win-win situation for both parties in labor relations.
Sanming Express Industry Collective Negotiation Case
Cultivation unit: Sanming City, Fujian Province to coordinate the three parties of labor relations
In recent years, the courier group has a weak sense of professional belonging, the labor intensity does not match the wages and income, and the labor contract signing rate and social insurance participation rate of employees in franchised enterprises are prominent.
In order to effectively protect the legitimate rights and interests of the courier group and promote the healthy development of the express delivery industry, Sanming City, Fujian Province took the lead in carrying out collective consultation work in the express delivery industry in the province, and achieved remarkable results.
In 2021, the Sanming Federation of Trade Unions, the People's Association, the Postal Administration, the Federation of Enterprises, the Federation of Industry and Commerce and other departments will conduct in-depth presentations on express delivery companies for many times, strive to dispel the concerns of enterprises, and promote the establishment of 9 city and county-level express delivery industry trade union organizations. to prepare for collective consultation.
Through interviews, questionnaires and WeChat groups, the opinions of business operators and couriers were widely collected. After repeated communication and repeated deliberation, in accordance with the principle of "general consideration, gradual progress, and basic satisfaction", the industry minimum wage standards, etc. Seven couriers are most concerned, most direct, and most realistic interest issues as the negotiation topic.
In October, the Federation of Express Industry Trade Unions officially issued a negotiation offer, and the industry association actively responded to the offer after receiving it.
On November 26, after negotiation, the two parties reached consensus on seven issues. After the meeting, the industry workers' congress was held to deliberate and approve the collective agreement (draft), and the content of the collective agreement was announced throughout the industry.
The agreement stipulates: to ensure the salary income of couriers, the minimum wage in the industry is 2,000 yuan per month; the minimum wage for front-line dispatchers is 2,700 yuan per month; strictly implement the policy of the express headquarters company to increase the dispatch fee to the end outlets; arrange employees on statutory holidays If they work, they shall be paid a reasonable remuneration that is higher than the labor remuneration during normal working hours according to law.
To implement the insurance rights and interests of couriers, direct express delivery companies pay 100% of the "five insurances" for employees, and purchase commercial accident insurance and employer liability insurance; franchise companies gradually expand the coverage of "five insurances"; grassroots outlets provide all couriers with work injury insurance, and Buy commercial insurance.
Through collective negotiation, the labor order of the local express delivery industry has been effectively regulated.
After the negotiation, the franchise express company entered into labor contracts with employees according to law, and entered into written agreements with other employees, and the company increased the proportion of its own employees.
The salary and income of the majority of couriers have been guaranteed and improved to varying degrees, and the ability to resist occupational injury risks has also been enhanced.
Typical case of collective negotiation in Jingzhou cleaning and housekeeping industry
Cultivation unit: Jingzhou City, Hubei Province to coordinate the three parties of labor relations
There are currently 15,000 employees in the cleaning and housekeeping industry in Jingzhou, and more than 80% are flexible employees and migrant workers over the retirement age. The industry management is relatively non-standard.
Under the guidance of the city's coordination of labor relations, the cleaning and housekeeping industry has carried out collective consultations in the industry every year since 2019 to standardize the employment behavior of the industry, and achieved good results and better protected the rights and interests of flexible employment workers.
In November 2019, on the basis of the establishment of a trade union organization, vigorously publicized the purpose, significance and negotiation procedures of collective negotiation and other relevant knowledge, and expanded the awareness rate and participation of collective negotiation work in the industry; by issuing questionnaires to practitioners Collect and grasp the demands, opinions and suggestions of practitioners, and determine the topics for negotiation.
The higher-level trade union and the trade union of the trade union jointly issue a negotiation offer to the trade association and hold a collective consultation meeting. The two sides negotiate on issues such as minimum wage standards, commercial insurance for employees, rest and vacation, and standardizing labor contracts.
After extensively soliciting opinions from industry practitioners, the draft collective contract is submitted to the industry workers' congress for deliberation and approval, and a collective contract is signed and sent to the human resources and social security department for review and filing.
After the 2020 annual negotiation, a press conference on the reference texts of employment service contracts was held, and three reference texts, "Labor Contract", "Labor Service Contract" and "Housekeeping Service Contract", were launched for enterprises to choose and use according to their own conditions to further standardize the employment behavior of the industry.
After the negotiation in 2021, it was agreed that the minimum wage standard for front-line employees in the industry would be set at 1,815 yuan per month, and the minimum market prices for cleaners, nanny, home care workers and hourly domestic workers were determined respectively.
Clarify the rest and vacation measures for domestic service practitioners, with a monthly rest of no less than 4 days, and the two parties negotiate and determine in case of holidays.
In view of the fact that most employees in the cleaning and housekeeping industry do not have work-related injury insurance, all member units have purchased commercial insurance for employees.
Typical case of regional collective negotiation in Sanmenxia Economic Development Zone
Cultivation unit: Sanmenxia City, Henan Province to coordinate the three parties of labor relations
In March 2020, it was a critical period for the prevention and control of the new crown epidemic and the resumption of work and production of enterprises. In order to support the resumption of work and production and stabilize the employment positions of employees, with the support of the three parties in coordination of labor relations in Sanmenxia City, Sanmenxia Economic Development Zone decided to develop regional collectives. negotiate.
Guide employees and enterprises to share responsibilities and overcome difficulties together.
The trade union of the development zone conducted research in 13 industrial enterprises and dozens of wholesale and retail stores in the area, formulated a work plan for regional collective consultation in 2020, and issued a collective consultation reminder letter to the enterprises in the area.
After soliciting the opinions of enterprises and employees, the "office first and then make up" for employees' absence during the epidemic, the calculation base of overtime pay, and the improvement of the treatment of technicians and skilled workers were discussed as topics for negotiation.
The representatives of the enterprises in the district shall form the negotiating representatives of the enterprise side, and the representatives shall be elected by the employees and publicized to form the negotiating representatives of the employee side.
On April 15, after drawing up a collective contract (draft for comments) according to the demands of the enterprise and employees, the two parties held a communication and coordination meeting to reach a preliminary consensus on various issues.
On the 28th, the two parties formally negotiated and signed the "Special Collective Contract of 2020 for Stabilizing Employment in Sanmenxia Economic Development Zone, Safeguarding Employees' Rights and Interests, and Promoting Enterprise Development". Employees are in good health and have normal rest; the overtime pay standard for enterprises in the area shall not be less than 180 yuan/day on rest days, and not less than 17 yuan/hour for working overtime on working days; guarantee the salary of high-skilled talents during the epidemic period, the scientific and technological personnel of high-tech industries, front-line workers The minimum wage for skilled workers will be increased by 80% and 50% respectively on the basis of the local minimum wage standard, while that of general industrial enterprises will be increased by 60% and 40%. The salary distribution of enterprises is inclined to high-skilled talents, and the per capita wage increase will not be lower than that of the management personnel of the unit.
Sanmenxia Economic Development Zone gives full play to the role of collective negotiation mechanism in maintaining harmonious and stable labor relations among enterprises, takes the problems encountered in the resumption of work and production of enterprises as the starting point of negotiation, and alleviates the labor shortage of enterprises through "break first and then make up"; The focus on high-skilled talents has laid a solid talent foundation for promoting the construction of industrial workers in the park and helping the healthy and sustainable development of enterprises.